| Overall Rating | Silver - expired |
|---|---|
| Overall Score | 49.78 |
| Liaison | Herbert Sinnock |
| Submission Date | April 20, 2015 |
| Executive Letter | Download |
Sheridan College (Ontario)
PA-10: Assessing Employee Satisfaction
| Status | Score | Responsible Party |
|---|---|---|
|
0.12 / 1.00 |
Amanda
Pike Director, Organizational & People Development Human Resources & Organizational Development |
"---"
indicates that no data was submitted for this field
None
Has the institution conducted an employee satisfaction and engagement survey or other evaluation that meets the criteria for this credit?:
Yes
None
The percentage of employees (staff and faculty) assessed, directly or by representative sample:
12
None
A brief description of the institution’s methodology for evaluating employee satisfaction and engagement:
While Sheridan College does not provide employee with and annual survey, it launched in 2011 a project called "Development of the Sheridan People Plan - Employee Survey Work phase."
As part of this project, over 300 employees of Sheridan, across all employee types, had the opportunity to attend focus groups to provide input on current state and desired state programs and practices that impact their employment relationship. A further 100 employees had a similar opportunity in a second phase of the project. This data will inform the outcome of the report and future work that will be done at the college.
Subject to this information, the Sheridan People Plan was launched in 2012 which includes plans for an employee engagement strategy. As such, the 2015/16 approved business plan for Sheridan College includes funding for an employee engagement survey and follow up process. The Sheridan leadership institute will also provide training to leaders in how to effectively debrief results of the employee survey and build a collaborative practice of workplace improvement processes.
None
A brief description of the mechanism(s) by which the institution addresses issues raised by the evaluation (including examples from the previous three years):
The priorities identified in the People Plan are reviewed by the People Plan Engagement Team. The Team is working on the following objectives:
- Communication and transformational change
- Total rewards review
- Management development
- Leadership effectiveness
None
The year the employee satisfaction and engagement evaluation was last administered:
2,012
None
The website URL where information about the institution’s employee satisfaction and engagement assessment is available:
Data source(s) and notes about the submission:
About 12% of employees were represented by the sample based on 400 out of 3,319 employees (headcount of full-time and part-time faculty and staff).
The information presented here is self-reported. While AASHE staff review portions of all STARS reports and institutions are welcome to seek additional forms of review, the data in STARS reports are not verified by AASHE. If you believe any of this information is erroneous or inconsistent with credit criteria, please review the process for inquiring about the information reported by an institution or simply email your inquiry to stars@aashe.org.